Culture shock – Many domestic workers are not used to staying in a city as they usually come from a rural area. They may also have difficulty in understanding and communicating in the language you use at home. Therefore they would need some time to be familiar with your household habits. Common difficulties include using appliances like microwave ovens and washing machines as well as adjusting to living in high rise buildings. She would also be used to different practices in child-minding. In the first few months, it would be a good idea to spend time to orientate and train your maid.

Open communication – Your maid comes from a very different social, cultural and even religious background. She could be feeling homesick and lonely. As the employer, help her by letting her communicate with her family and friends back home, especially via mail to help alleviate her homesickness and sense of isolation.

Family integration – As far as is practical, integrate her into your family since she will stay in your home during her employment duration. Try and understand her different background. Exercising patience , tolerance and understanding will go a long way in minimizing any disputes and conflicts that could affect her performance.

General well-being – As an employer, you are also responsible for your maid’s general well-being including food, accommodation, basic necessities and medical care. She should be treated fairly and reasonably when you assign household duties to her. A happy and well-treated worker will give you less trouble than one who is unhappy.

Wages – You can either pay your maid by cash or credit her wages into her bank account. To avoid any misunderstanding, this should be properly documented and if a bank account is used, you should let her keep the account book. If by mutual agreement you are to keep the account book, she must be given access to check that payments are credited regularly.

Bonuses – Where appropriate, this should be considered because it acts as a good motivator. This could be in the form of an annual bonus or an end of contract term gratuity. These incentives may result in a maid who would serve her contract diligently and effectively.

Medical care – As an employer, you are responsible for the medical benefits of your worker. Should she require medical treatment, including hospitalisation, you are required to bear the full cost of medical care.
Accommodation – Where possible, your worker should be given a separate room of her own. In the event this is unavailable in your home, you should respect the need of the maid for privacy and ensure that sufficient private space for sleep is provided. Some examples of improper accommodation include making the maid sleep in the corridor or living room or sharing a room with a male adult.

Rest – A well-rested worker is more productive and better adjusted. Hence, you should ensure that your worker has sufficient rest, especially during the night and sufficient off days, which is mutually agreed upon between you and your maid